Age diversity brings learning opportunities for organisations to thrive. However, communication blunders may arise from differing expectations and priorities. Here are the three Cs to promote a multigenerational workforce.

2:00 min

In a constantly evolving labour market, companies are responsible for attracting younger employees while appealing to older colleagues. They need to manage the strengths and weaknesses of each generation to drive engagement and teamwork. One way is to encourage cross-mentoring programmes where experienced members guide newer peers and vice versa. For example, Gen-Zers can offer insightful digital training skills to benefit other generations. Discover more insider tips to transform diverse groups into tightly-knit teams.


In the shifting landscape, teams must adapt to the needs of new hires while continuing to accommodate the priorities of senior employees. For example, although millennials may be interested in a more technology-centred workplace, older generations may value healthcare provisions over digitisation. By considering each preference, “we move away from the mindset that generational interactions are a win-lose proposition,” says Megan Gerhardt, author of Gentelligence. “Every generation has something to teach and something to learn,” she explains.


When accommodating polarising perspectives, how we interact with others becomes a significant factor. Some colleagues may prefer in-person and more formal protocols, while others may find virtual communication more efficient. Flexible strategies are the best solution for boosting the team’s productivity and making the daily workflow more efficient. “Everyone brings a different opinion and that contributes to the richness of the debate,” explains Ranieri de Marchis, our Group Operating Officer, “which, hopefully, becomes a solution that can be achieved.” Learn here about UniCredit’s efforts to strengthen bonds and solidarity for a more inclusive bank.